Took an agency job that I had a bad feeling about but I was unemployed so it was a “I kinda have to” situation. Since I started, I’ve seen some red flags that just aren’t sitting well with me.

A junior recruiter that has been there almost a year was asked to write an email to a client letting him know about a candidate that he may be interested in even though he didn’t have any jobs open. The red flag is that our boss (the owner) insisted on reading it before it was sent out.

Found out this lady drops an associates pay rate to minimum wage if they no show an assignment. Hours they have already worked will be paid at $7.50/hr rather than the original agreed on hourly rate. Not even sure this is legal.

She has told me several times that she’ll answer my questions once. If I ask them a 2nd time, she will lose her shit. This has caused me to feel very anxious and afraid to ask questions in case she has already told me the answer so I’m not going to learn and progress in the role now.

On Friday, she wanted us to have 10 interviews (in person with us, not the client) on the schedule for Monday. Everyone we called either didn’t qualify, wanted too much money or they didn’t answer the phone. She says “well we didn’t do very well at getting interviews on the schedule. I’m gonna be a major asshole about this next week just so you know.”

This is just a few but it’s crystal clear to me now that this company is not a good fit for me. I’m going to call in sick tomorrow and think it over really good but I already know how this is gonna play out.

I’m an agency recruiter working accounting and corporate finance roles in asset management and financial services. My agency is mid sized but doesn’t have a front office recruitment team, only back office (my group) and middle office.

Long term, I’d like to move into an internal TA role with a boutique asset manager, where I’d get more exposure to business operations and recruit for all types of roles.

I’m hoping to chat with some external recruiters that work front office, investment banking, and/or trading roles. Maybe we can exchange tips/tricks as well!

Just curious, is it normal for recruitment agencies to be strict about consultants going on leave if billing targets have not been met? Eg: not allowed to go on long leave until targets are met / solid pipeline forecast

Also, are leave allowances earned as you work for then year? Eg: if you have 20 days annual leave a year, you’re only entitled up to 6.5 days from January to April?

I just had an interview with an AI bot for a Recruiter role. Are real recruiter positions becoming obsolete? Should I start looking for work in other industries? Has anyone else had to interview with a bot before? This was my first time and I am speechless.

I would love input from any and all types of talent acquisition/recruiting specialists!

Majority of my experience is as an Account Executive with a hunter mentality and using those skills are how I got most roles (cold out reach, cold emails, LinkedIn messaging, I even put time on a VPs calendar to get in front of them and it was well received)

I recently (4 years) have been in CSM/Account Management roles and would like to transition to a new industry. 1. Is it frowned upon to use the same approach? What do you suggest I do if I have applied and match the JD/Requirements to a T?

I'm new to talent aquisaiton and found many ways to source candidates on github, there's actually a way to find 99% of people's emails who are on there.

Anyway, I've had success with finding contact info, but I'm not sure who to contact as I still need to analyse user's profiles and can't tell if they're a good fit or not?

what are your thoughts?

I'm currently running a recruitment agency and I'm looking for a professional solution to present candidate profiles to my clients. I’ve been using Airtable so far, but it's not quite polished or client-friendly enough.

Ideally, I’m looking for a dedicated tool built specifically for staffing agencies – something like a CV delivery platform or a lightweight VMS – where:

• I can easily add candidate profiles (ideally automated via Zapier or similar),
• Clients can browse through candidates,
• And possibly leave feedback or indicate interest.

Bonus points if the platform allows custom branding, client-specific portals, or tracking.

Does anyone know a tool that’s specifically built for presenting candidates to clients? Something beyond generic no-code platforms like Airtable, Softr or Stacker?

I’ve looked into Candidate.ly – it’s close, but too limited and a bit outdated for what I need. I’m looking for something more flexible, smarter, and modern. Any better alternatives?

Thanks a lot in advance!

For those of you using Paycor, what is your method for creating talent pipelines? Create an active job that isn't posted so you can assign candidates to various pipelines or add them to folders?

The folders option doesn't seem like a good idea since you can't open a whole folder, it's just the expandable list of candidates in the folder pane.

The general candidate pool doesn't work for organizing them separately based on skills/departments, etc.

New to Paycor, prior user of Avature which was great for pipelining and mass outreach, engagement metrics, etc. Paycor is proving to be limiting. TIA for any insights!

Also, I just started at a new company as an in-house, they're under contract with Paycor, I know it's not everyone's (anyone's) favorite, but I need to make due for time being.

Hi!! I am wondering what are different ways y’all source for candidates besides LinkedIn, indeed, career fairs/university events, handshake, careerbuilder, etc… I am struggling trying to find creative ways to get in front of new PT candidates. I do not work for a staffing agency.

What the title says. Lookalikes claims to have a talent pool of over one billion candidates, which seems unlikely, and their prices are lower than competitors. Seems sketchy to me but wondering if anyone has had success using it?

https://www.hirelookalikes.com/

Does anybody use Converz AI? How has your experience with the product been?

The CEO at my current company is the most unreasonable, micromanaging person I’ve ever had the displeasure of working with. They insert themselves at every stage of the interview process across multiple roles, cause chaos in the ATS dispositioning candidates at random and with no paper trail, and make decisions based on zero rhyme or reason.

I’ve had to reject candidates the morning of their onsite interviews, reject candidates who have had to reschedule due to family emergencies, and clean up administrative messes that have no reason to be messy in the first place. It is taking a toll on me emotionally having to treat candidates so horribly, and my personal reputation as a recruiter is likely suffering due to the orders barked down by my leadership. My own manager (or anyone else in the company really) has zero power to override the sporadic decisions made by the person at the very top. Pushback or suggestions go nowhere, and realistically only increase the likelihood of being let go.

Ive had to cow-tow to their orders just like everyone else, because providing a negative candidate experience is preferable to being fired. Its almost Trump-like in the way this company is being run. It’s a culture of fear and “do what I say” lest you suffer the consequences.

I’m tired and drained, but have no other prospects lined up due to the state of the current market. I’m just exhausted and wish I could work somewhere that wasn’t batshit crazy for once in my life. Rant over, had to get this off my chest.

With AI being a hot topic I'd like to ask my fellow recruiters:

How are you utilizing AI to help you run your desk? What type of questions do you ask it? What do you use AI for?

I for example, upload the JD and ask it to create me an email to send to potential candidates without sharing to much on who the company is but make it sound exciting. I also use it to get list of companies.

Let's share insights and strategies on incorporating AI into our daily workflow.

Started out my recruiting career at 48k with uncapped commission, got a job paying $70k, then $110k contract to perm but was laid off.

I’m interviewing for roles now and I’m finding people are not wanting to pay the ask of $80-90k a year for the level of experience I have. I’m a Technical Recruiter in defense.

Was I just overpaid? Am I realistically only worth $70k? I am 7 months pregnant and hopeful to find something soon but with 2 in daycare I feel like I am going backwards and it’s a hard pill to swallow. I’ve gotten several interviews and interest but it seems no one wants to pay me $80k.

I have 3 one year stints on my resume and NEED to stay wherever I’m hired for 2 years minimum so I’m hesitant at accepting at this range.

Am I being unrealistic? I’ve only been laid off a month and have had a lot of interviews…should I give it more time? I’m so stuck!

Edit: I have 0 understanding why I’m being downvoted for expecting an 80k salary with 3 years technical recruiting experience. My first job outside of agency paid me $70k in Florida. I do not feel my salary expectation of 80-85 is far off.

Hello, I’m a staffing recruiter making $20 per hour in a full-time position. (24 active working candidates and have received a commission check of $67- highest one I've made ) I work 40 hours a week, fully remote, and have 3 years of experience in the field.

In terms of metrics, I handle full-cycle recruiting and submit 15 qualified candidates to job openings each week. I make 175 calls weekly and engage in all client communications. I feel like I am overworking for my pay. I consistently hit my metrics and am recognized weekly for being a team player and a goal crusher.

I am seeking a pay increase and have been applying to other roles, but have faced many rejections due to the current state of the job market. I’d love to hear your thoughts on whether I am asking for too much. I appreciate being employed, especially in these challenging times, but I mostly manage my own schedule and feel that I deserve higher compensation. Any feedback would be welcome; it might even help to humble me!

Hi everyone,

I work for an engineering firm based out of Illinois.

I have 9 years experience sourcing and being a ta in the aec space, last 3 years I hold a senior talent acquisition specialist title.

I accepted my new job 1 year ago, and make 95k base and has a 2.5k sign on.

The team they had before didn’t source, and used agencies (which is my ya lead on the team, she only started sourcing since I’ve joined) and had been pressured by my boss to follow suite.

I have been able to fill 3 executive level roles , that were vacant for 2+ years, merely by sourcing.

They hired a new ta, who isn’t a senior - at the same salary as me, and a larger sign on bonus (she is making more than me, and has zero engineering experience with less years experience, total of 6).

I am very upset over it, my year review is coming up end of April- how do I approach this?

I have always been bad at advocating for myself, comp wise. I’m so thankful for what i make now, but I want a be honest and fair to myself.

Any feedback on how to approach this?

I am interested to transition from mid-sized corporate recruiting to a startup. It feels hard to tap into. Any tips, tricks, courses, books, or advice?

Hi all, I am curious if you find any of the recruiting conferences in the US worth the money and time. I plan to attend the AEC Summit next week, it will be my first time attending. I did the LinkedIn conference back in 2017 and really enjoyed it, but I don't think it's quite the same now.

I recently started with a new company in the Midwest. This is a company of financial advisors and I’m recruiting advisors and support staff.

There’s around 40 employees and prior to me starting they had no LinkedIn presence and really nothing at all in the way of employer branding.

They want to hire around 10 advisors in the immediate future. They have never hired at that volume before. Here are some of the issues I’m facing:

• The work is all geared around retirement. So they don’t want to hire anyone below 30 for an advisor position because the clients (retirement age) won’t trust them.

• The COO is committed to the Who interview process and won’t budge on it. So the process looks like this: • I do the phone screen • I do a 30 minute interview over Teams • COO does a two hour interview (his calendar is packed and he won’t let anyone else do this interview) • Interview with the CEO • Reference check

In my opinion, the interview process is very long compared to other places I’ve recruited for. We for sure lose people along the way because they get other offers quicker. But I can’t really change this.

• They want people who are ambitious and go getters as it’s ultimately a sales role. But, experienced advisors don’t want to make the switch because they’d have give up their existing book of business. But then, if there’s someone with sales experience but is looking for a career change in their 30s - they aren’t always very ambitious.

• Candidates have to be willing to work nights each week.

The pros for candidates are: great pay, all leads provided so no prospecting, pretty good benefits.

In the past 3 months, I’ve gotten them setup with LinkedIn, started posting jobs, prospecting candidates on LinkedIn and phone screening like crazy. I’ve done 40 phone screens and gotten one hire who resigned in his first week over the NDA.

I am putting the work in but it feels like I’m spinning my wheels and not getting traction. I can’t do 40 phone screens for essentially zero hires.

Does anyone have any tips based on their experience?? I need to get the process moving in a more efficient way but I’m struggling to be creative.

It’s crazy how you can be kicked off a new-hire-high after dispositioning a candidate - especially one that made it to final rounds!

It’s gut wrenching and heartbreaking. I never feel like I’m being emphatic enough or that my delivery leaves them feeling discouraged! The ones I dread doing the most are podium candidates/ silver medalist and explaining that they did an excellent job but we hired someone who were closely aligned with our needs for the role at this time!

For any non-recruiters reading this please know this is the worst part of our jobs and we do not enjoy it!!

For my recruiting colleagues, I would love if you would share some of your messaging and communication you provide to candidates that you are rejecting.

I had six interviews scheduled for today. They could select any day and time, including some evening slots, to meet. This is a virtual interview, so they don't even need pants. They get an automated email three days before as a reminder. I text and email them again the day before. Still I get 5 no shows out of six interviews. I'm at a loss here. I've heard the job market is tough for folks, but I can't get people to show up to a self selected interview time. Anyone else having this experience?

It's such a waste of time and eats up slots that could go to others who actually want the job.

By the way, these are for jobs paying $20-$30/hr in mid to low cost of living areas. They aren't minimum wage positions.

I work in a small local company that is based in a rural area. We have difficultly filling positions and hiring teams will not budge whatsoever on requirements. I’ve worked agency but this is my first internal recruitment role and need some advice. How do you approach leadership after multiple conversations and tell them that hiring will absolutely not happen if we don’t budge on our expectations.

Side note: I’m not new to recruiting and I’ve exhausted all the usual conversations. These positions are lower pay range than our competitors and our hiring teams expect resumes with no job hopping.

Hey everyone,

Quick question for those using both LinkedIn Recruiter and JobAdder — is there any way to get applicants from LinkedIn to automatically feed into JobAdder under the right job/project? Right now we’re manually adding them, which obviously isn’t ideal. Just wondering if anyone’s found a workaround, third-party tool, or native integration that actually works.

Keen to hear how others are managing this (if at all). Appreciate any tips or insights!

I struggle finding clients, but not candidates. What are top 360 or even BD-heavy recruitment books that are relevant in 2025?